Owner Relations Coordinator

The Owner Relations Coordinator provides administrative support to Land and Land Administration group as directed. This position will primarily focus on contacting and following up with landowner inquiries. This highly visible role serves as the first point of contact for owners reaching out to Chord. Therefore, it is crucial that the individual in this position is an excellent communicator, knowledgeable, and capable of handling challenging owners with respect and grace. This position will report to the Owner Relations Manager and is located in downtown Houston, TX. Hybrid work schedule is an option for remote work on Mondays and Fridays. Level and salary commensurate with background and experience.

Essential Job Functions

• Answer all incoming calls and/or emails for Chord, this entails:

• Reviewing data in Enertia in order to answer owner related questions

• Provide forms as necessary for changes of address or for W-9/W-8 information

• Some inquiries are related to title requirements

• Logging all inquiries into a ticketing system and routing to the appropriate party, or closing the ticket if the Owner Relations Coordinator was able to handle the inquiry

• Receives all mail, logs, date stamps, scans the information then distributes to the appropriate party; items not related to Land or Land Administration are forwarded to the appropriate department for handing

• Maintain and file all Changes of Address and W-9 forms in a timely manner

• Update and maintain Owner Relations procedures, as necessary

• Provide weekly statistics to Division Order team of the number of inquiries received each week and mail totals for the various departments

• Collaborate effectively with colleagues across various departments to share information

• Special projects can include:

• Assisting with 1099 information as necessary

• Mailing out Division Orders along with Title and/or Cure requirements to the owners as directed by the Division Order Analyst

• Creating Division Order files

• Following up on items as directed by the Lease Records, Division Order or Land Administration Managers

• Other duties as assigned by manager

This job description is not intended to be an all-inclusive list of duties and responsibilities of the position. Incumbents will be required to follow any other job-related instructions and duties outside of their normal responsibilities as assigned by their supervisor.

Minimum Qualifications

• High School diploma or GED
• 2 years of Owner Inquiry Coordinator experience
• Experience working with an oil and gas company
• Strong customer service background
• Excellent verbal and written communication skills
• Ability to maintain confidentiality
• Ability to adapt and work well in a team-oriented environment
• Demonstrates strong listening skills, patience, and a commitment to going above and beyond to assist our owners.
• Enthusiastic about learning and consistently maintains a positive attitude.
• Ability to work in a fast-paced and fluid environment; flexible with the demands of a growing company
• Ability to meet deadlines
• Physical Requirements and Working Conditions: Must possess mobility to work in a standard office setting and to use standard office equipment, including a computer, stamina to maintain attention to detail despite interruptions, strength to lift and carry files weighing up to 10 pounds; vision to read printed materials and a computer screen, and hearing and speech to communicate in person and over the telephone

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EEO Statement:

Chord Energy does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.